Educomp Raffles Higher Education Limited
14 Position Held: Senior Manager Job Profile-Managing entire gamut of HR activities for diverse workforce 250+ including expats. Strategic HR HR Annual Operating Plan: Manpower planning in consultation with the heads of departments. Preparation of HR budgets for a Financial Year and and report progress on budget Vs actual on plans. HR Policies & Systems: Initiate, review & redesign HR policies based on organizational evolving needs & Industry Trends. Consult and coordinate with Business Heads to ensure proactive implementation and application of HR processes like Probation Reviews and so on. HR Operations Expatriate Mobility & Benefits Management Assist in smooth transition for incoming expatriates, which include entry meetings, other services relating to compliances from visa related to other local registrations, filing personal tax returns & so on. Manage benefits of expatriate employees such as Forex Fluctuation, Tax equalization & so on. Payroll Processing Coordinate with HR SPOC, payroll agency & manage end-to-end payroll cycle for 250+ staff on various engagement models(Full Time Employees, Contractual(Third Party Payroll), Retainers). Management of Tax Equalization & Exchange Rate Fluctuation Benefit for Expatriate Employees. Administration & payout of Non taxable CTC components like Medical Reimbursement, Telephone Reimbursement, Sodexo Vouchers, LTA, Car Hire, Petrol, Driver & so on. Statutory Compliances Ensure compliance with the existing rules and regulations of government and take corrective action. Manage Internal Audits and liaison with legal consultant on case to case basis. Ensure filing of returns related to PF, ESI, PT, Labour Welfare Fund, Income Tax, Gratuity, Shop & Establishment Act etc. Benefit & Welfare schemes Responsible for management of Group Mediclaim Policy, Ground Personal Accident & Group Term Life policies. Set up help desks for Medical check-up and Health awareness programmes. Performance Management Managing Annual Performance Management Cycle. Benchmarking internal & external market compensation parity, Incentive schemes and use market data to review and make appropriate Merit Increase recommendations. Manual computation of new salary structures for each individual.